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首页> 外文期刊>Journal of Applied Psychology >Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
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Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance

机译：候选反应是否与工作绩效有关或影响与标准相关的有效性？关于反应，选择测试分数和工作绩效之间关系的多研究调查

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摘要

Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterionrelated validity of test scores. Implications of these findings and avenues for future research are discussed.
机译：大量证据表明，候选人对选择程序的反应会影响他们的考试成绩和他们对招聘组织的态度（例如，向其他人推荐公司）。但是，很少有关于候选人反应的研究检查组织最关心的结果之一：工作绩效。我们试图通过开发和测试一个概念框架来解决这一差距，该框架描述了候选人的反应是否以及如何影响工作绩效。我们使用4项研究（总计N = 6,480），6项选择程序（人格测验，工作知识测验，认知能力测验，工作样本，情境判断测验和选择清单），5个主要候选反应（焦虑）的数据来实现此目标，动机，对测试的信念，自我效能感和程序正义），2个背景（行业和教育），3个大洲（北美，南美和欧洲），2个研究设计（预测性和并行性）和4个职业领域（医疗，销售，客户服务和技术）。与以前的研究一致，候选人的反应与考试成绩有关，而考试成绩与工作表现有关。此外，有证据表明，反应通过影响考试成绩而间接影响表现。最后，在任何情况下，候选反应都不会通过增加或减少与标准相关的测试分数的有效性来影响工作表现的预测。讨论了这些发现和未来研究途径的含义。

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